How can you use behavioral interviewing to complement your global talent acquisition process?

1 Why use behavioral interviewing?

Behavioral interviewing can help you overcome some of the challenges of hiring talent across different cultures, time zones, and languages. For example, it can help you reduce bias, increase consistency, and measure competencies more accurately. By asking candidates to provide concrete examples of how they have demonstrated relevant skills, behaviors, and attitudes, you can avoid relying on vague or generic responses, cultural stereotypes, or personal impressions. You can also compare candidates more objectively by using the same set of questions and criteria for each role.

2 How to prepare for behavioral interviewing?

To conduct effective behavioral interviews, you need to prepare in advance. First, you need to identify the key competencies that are required for the role, such as communication, teamwork, problem-solving, or adaptability. Second, you need to design behavioral questions that elicit specific and detailed examples of how the candidates have applied those competencies in their previous or current jobs. For example, you can use the STAR method (Situation, Task, Action, Result) to frame your questions and guide your candidates. Third, you need to create a scoring system that allows you to rate the candidates' answers based on predefined criteria and standards.

3 How to conduct behavioral interviewing?

To conduct behavioral interviews, you need to use a structured and consistent approach. First, you need to set the expectations and explain the purpose and format of the interview to the candidates. Second, you need to ask the behavioral questions and listen actively to the candidates' answers. You can use probing questions to clarify or expand on their responses, but avoid leading or suggestive questions that might influence their answers. Third, you need to evaluate the candidates' answers using your scoring system and take notes of the key points and evidence. You can also ask the candidates for feedback and thank them for their time and interest.

4 How to use behavioral interviewing remotely?

Behavioral interviewing can be conducted remotely using various tools and platforms, such as video conferencing, phone calls, or online assessments. However, you need to consider some additional factors when using behavioral interviewing remotely. For example, you need to ensure that the candidates have access to the necessary technology and equipment, and that they have a suitable and quiet environment for the interview. You also need to test the connection and functionality of the tools and platforms before the interview, and have a backup plan in case of technical issues. Moreover, you need to be mindful of the cultural and linguistic differences that might affect the communication and rapport with the candidates.

5 How to follow up after behavioral interviewing?

After conducting behavioral interviews, you need to follow up with the candidates and the stakeholders. First, you need to review your notes and scores and compare them with other sources of information, such as resumes, references, or tests. Second, you need to communicate the results and feedback to the candidates and inform them of the next steps in the hiring process. Third, you need to share your findings and recommendations with the hiring managers and other decision-makers, and discuss the strengths and weaknesses of each candidate.

Behavioral interviewing is a powerful and proven technique that can help you enhance your global talent acquisition process and find the best talent for your organization. By using behavioral interviewing, you can assess the candidates' past performance and potential fit, and overcome the challenges of hiring remotely and cross-culturally.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?